Semi-quantitative risk assessment of groundwater resources for emergency water supply

The submitted paper proposes the possible use of integrated semi-quantitative risk assessment of groundwater resources. There are risks resulting from both natural and anthropogenic hazard sources. Activation of these types of hazard sources can cause damage to, or destruction of, particular hydrogeological structures and technological equipment of selected groundwater resources suitable for the emergency drinking water supply of the population. The process of risk assessment is based on the described register of hazards, including semi-quantitative assessment of the frequency with which the assessed sources of hazards are activated, the register of sensitivity together with the semi-quantitative sensitivity assessment of selected threatened elements of the assessed water resource and the determination of their criticality. The semi-quantitative risk assessment should become one of the important criteria for classifying groundwater resources which have been proposed for emergency water supply. The classification carried out on the basis of the above-mentioned principle can contribute to faster selection and effective use of groundwater resources, as well as to the enhancement of emergency and crisis planning systems when the public system is either damaged or destroyed.     

自然保护地自然资源资产产权制度现状辨析

“建立以国家公园为主体的自然保护地体系”是党的十九大所提出的国家公园体制建设的新方向。实现自然保护地的有效保护管理是其重要内容，关键在于通过改革形成科学、合理的自然资源资产产权制度，而厘清自然资源资产产权制度的现状则是进行改革的前提。首先，对现行法律进行系统梳理，明确法律所认定的自然保护地中的自然资源类型。其次，从自然资源的产权种类及所有权改变、用益物权流转三方面总结了自然保护地自然资源资产的产权制度现状。再者，从各类自然保护地申报设立的条件和环保督查中反映出来的问题两方面入手分析了自然保护地的自然资源保护管理现状，从国家公园体制试点采取的措施出发分析了目前的改革探索，并提炼出自然保护地自然资源资产产权制度存在的四大问题，即自然资源资产产权的界定和要求较局限、自然资源所有权行使人虚位、公权与私权的利益协调机制不健全、改革探索中物权途径面临制度障碍。最后，从自然资源资产产权制度设计的角度提出了改革的4个方向。     

生物柴油制备方法的研究进展

生物柴油作为一种绿色的可再生能源,正逐步成为替代化石能源的研究热点。其制备分物理和化学两大类,在化学法中尤以酯交换法工业应用最为广泛。重点讨论了不同催化剂及其工艺路线下,酸、碱催化剂和生物酶等3种催化剂在酯交换过程中的应用,并对这些制备方法的优劣进行了初步的总结。     

Comparing post-operative resource consumption following transcatheter aortic valve implantation (TAVI) and conventional aortic valve replacement in the UK

Objective:

To define the in-hospital and 6-month post-discharge resource use, following Transcatheter Aortic Valve Implantation (TAVI) and conventional Aortic Valve Replacement (AVR) surgery within a single UK hospital.

Methods:

A local service evaluation of patients undergoing TAVI or AVR between January 2011 and May 2012 captured data until 6-months post-procedure, collected from hospital records and via a General Practitioner questionnaire. The main end-points were mortality, time in ITU/HDU, hospital length of stay (LoS), discharge destination, re-admission, and post-discharge primary/secondary care resource use. Sub-group analyses were performed for AVR patients aged ≥80 (AVR?≥?80) and with EuroSCORE of ≥10 (AVR ES?≥?10) to allow more direct comparison with ‘TAVI type’ patients.

Results:

Results are given as means (standard deviation) for TAVI (n?=?51), AVR (n?=?188), AVR?≥?80 (n?=?48), and AVR ES?≥?10 (n?=?47), respectively, unless otherwise stated. Age in years was 83.0 (8.1), 71.2 (13.1), 84.1 (2.7), 79.4 (7.1); EuroSCORE was 24.7 (11.9), 8.1 (6.4), 12.0 (6.0), and 16.5 (6.6); post-operative LoS (days) was 11.5 (11.2), 10.9 (10.8), 14.3 (16.7), and 15.2 (17.7). For discharged patients, 0%, 7%, 13%, and 9% had unplanned cardiac-related re-admissions within 30-days of discharge. Time to first readmission was 74.6 (34.0), 35.0 (34.2), 20.8 (9.7), and 22.6 (14.3) days.

Limitations:

This was a single-center retrospective evaluation, not prospectively powered to confirm differences in outcomes.

Conclusions:

Despite TAVI being performed in an older, higher risk population, LoS was similar to AVR. Most strikingly there were no cardiac-related re-admissions within 30-days for TAVI and time to first re-admission was significantly longer. This evaluation suggests that TAVI is clinically appropriate and provides economic advantages in both the hospital and post-discharge setting in this high risk group. Many patients undergoing TAVI are considered unfit for surgery and, hence, TAVI offers a treatment that delivers similar results to traditional AVR without the high risk associated with surgery.     

基于组织承诺的企业科技人员激励方式研究

科技人员是企业知识员工中最具价值创造性的员工类型之一,提高其组织承诺度,能有效抑制离职并提高其价值贡献度。基于对157名企业科技人员的实证研究,探讨了激励因素对其组织承诺的影响作用,并进一步根据激励因素在不同控制变量下的表现,提出了具有实际操作性的企业科技人员激励方法。     

Promote Competitive Neutrality to Facilitate China’s Economic Development:Outlook,Policy Simulations,and Reform Implementation-A Summary of the Annual SUFE Macroeconomic Report(2019-2020)

Twenty nineteen(2019)marked another year of lethargic growth in the Chinese economy amidst escalated internal and external complexities.Internally,the country's macroeconomic landscape was overcast continuously by fallen consumption growth,plunged growth in manufacturing investment,rapid accumulation of household debt,risen income inequality,and the overhang of local government debt.The nation's external conditions did not fare any better,with drastically declined growth in imports and exports,continued trade tensions with the US,and weakened external demand.Based on the IAR-CMM model,which takes account of both cyclical and secular factors,the baseline real GDP growth rate is projected to be 6.0%in 2020(5.9%using more reliable rather than the official data),with a downside risk.Alternative scenario analyses and policy simulations are conducted,in addition to the benchmark forecast,to reflect the influences of various internal and external uncertainties.The findings emanated from these analyses lead us to stress the importance and urgency of deepening reform to achieve competitive neutrality for China’s transformation into a phase with sustainable and high-quality development.     

内蒙古褐煤分级综合利用

在对比分析目国内外褐煤综合利用的主流技术的基础上,提出内蒙古锡盟褐煤资源分级综合利用方案。技术经济分析结果显示,采用锡盟褐煤分级综合利用方案可缓解褐煤直接燃烧产生的环境污染、热利用率低等问题,可得到多种煤基产品。该方案是实现褐煤资源的分级转化和高附加值利用、最终实现锡盟褐煤资源清洁高效利用的有效途径。     

职业经理人、组织地位赋予与企业创新——来自家族企业的经验证据

职业经理人与家族企业有效融合是促进企业创新的先决条件。聚焦家族企业赋予职业经理人组织地位这一融合途径,探究家族企业赋予职业经理人组织地位对企业创新的影响。结果表明,家族企业赋予职业经理人组织地位能够促进企业创新;相较于约束型社会情感财富,延伸型社会情感财富对职业经理人组织地位赋予与企业创新关系具有更显著的促进作用。异质性分析发现,处于经理人市场发达地区、从属高技术行业以及信息透明度较高的企业,职业经理人组织地位赋予对企业创新的促进作用更显著。进一步研究发现,职业经理人的企业家精神在职业经理人组织地位赋予与企业创新关系中发挥中介作用。研究结论可为理解家族企业如何与职业经理人有效融合,进而促进创新提供新的经验证据。     

论人力资本与智力资本的"虚拟资本"性质

本文认为人力资本、智力资本理论的产生,本质上是提出了"虚拟资本"问题,是对这些过去被看作是费用或成本的东西进行"资本化定价".在当代企业的资本范畴中实际上已经形成了以实体资本为一方的"硬资本"和以虚拟资本为另一方的"软资本"两大部份,而这两大部份是建立在"资本三要素"--物质资本、人力资本、智力资本基础上的.由"资本三要素"的基础概念,我们可以推解出一系列新的资本概念和形态,从中我们可以较清晰地辨别虚拟资本与实体资本的构架与层次,并可直观地厘清它们的边界与关系,这有利于我们更好地理解人力资本与智力资本的特性和功能.     

绿色资源整合能力、漂绿行为与企业绩效——恶性竞争的调节中介作用

本文以漂绿行为为中介变量,恶性竞争为调节变量,构建了绿色资源整合能力对企业绩效影响的概念模型。通过实证研究发现：绿色资源整合能力对漂绿行为有负向影响;漂绿行为在绿色资源整合能力和企业绩效间有部分中介作用;恶性竞争正向调节漂绿行为在绿色资源整合能力和企业绩效关系中的中介作用。